CompaniesInTheUK

OPCARE LIMITED

Company number 02905086 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 17% higher than men's (250 to 499 employees).

That puts it around the middle of the pack for pay parity — closer to an equal median than 30% of the 9,656 employers who reported for 2025/26. See the pay gap league table.

Within human health activities it is in the bottom quarter of 359 sector employers who reported.

-20.0% to -17.5%: 122 employers -17.5% to -15.0%: 40 employers -15.0% to -12.5%: 53 employers -12.5% to -10.0%: 82 employers -10.0% to -7.5%: 95 employers -7.5% to -5.0%: 126 employers -5.0% to -2.5%: 250 employers -2.5% to 0.0%: 554 employers 0.0% to 2.5%: 1,894 employers 2.5% to 5.0%: 835 employers 5.0% to 7.5%: 698 employers 7.5% to 10.0%: 599 employers 10.0% to 12.5%: 579 employers 12.5% to 15.0%: 527 employers 15.0% to 17.5%: 487 employers 17.5% to 20.0%: 438 employers 20.0% to 22.5%: 389 employers 22.5% to 25.0%: 357 employers 25.0% to 27.5%: 302 employers 27.5% to 30.0%: 253 employers 30.0% to 32.5%: 197 employers 32.5% to 35.0%: 159 employers 35.0% to 37.5%: 131 employers 37.5% to 40.0%: 489 employers -20% -10% 0 +10% +20% +30% +40% ← women paid more men paid more → this company

All 9,656 reporting employers for 2025/26 by median gap. 0 is equal pay; bars right of it are employers where men's median pay is higher, bars left of it where women's is.

-20% 0 +20% +40% +60% +80% 2017/18 2018/19 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: 0.3% 2018/19: -2.9% 2020/21: -7.4% 2021/22: -9.2% 2022/23: -3.93% 2023/24: -6.18% 2024/25: -7% 2025/26: -17% Median gap 2017/18: -0.1% 2018/19: 5.7% 2020/21: 2.8% 2021/22: 0.6% 2022/23: -2.16% 2023/24: 1.69% 2024/25: 0% 2025/26: -5% Mean gap 2017/18: -11.5% 2018/19: -18.2% 2020/21: -11.5% 2021/22: -13.9% 2022/23: -19.87% 2023/24: -5.68% 2024/25: 0% 2025/26: 62% Median bonus gap

The gap has widened since the 0.3% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 -17% -5% 62% 65% 66%
2024/25 -7% 0% 0% 50% 59.3%
2023/24 -6.18% 1.69% -5.68% 59.76% 56.1%
2022/23 -3.93% -2.16% -19.87% 57.47% 50%
2021/22 -9.2% 0.6% -13.9% 48.9% 51.1%
2020/21 -7.4% 2.8% -11.5% 48.9% 53.9%
2018/19 -2.9% 5.7% -18.2% 43.9% 50%
2017/18 0.3% -0.1% -11.5% 44.4% 43.5%

Reported by the employer under the gender pay gap regulations — full report on the official service. Contains public sector information licensed under the Open Government Licence v3.0.